Accomodating a worker tools

11-Feb-2016 23:28 by 6 Comments

Accomodating a worker tools

Some of these state laws may apply to smaller employers and may provide protections in addition to those available under the ADA.[2] The U. Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA.This document, which is one of a series of question-and-answer documents addressing particular disabilities in the workplace,[3] explains how the ADA applies to job applicants and employees with hearing impairments.

In addition, most states have their own laws prohibiting employment discrimination on the basis of disability.

Gloves must be worn by employees whenever any vascular access procedure is performed, including phlebotomy.

Phlebotomy in volunteer blood donation centers is the only instance where some flexibility is permitted and even then certain requirements must be fulfilled.

The revised schedule must be in writing and continue to support the operational needs of the organization and allow for appropriate oversight of the employee's work.

Flexible work schedule adjustments may be revised or revoked by management at any time.

Individuals with mild to moderate hearing impairments may be "hard of hearing," but are not "deaf." These individuals differ from deaf individuals in that they use their hearing to assist in communication with others.[10] As discussed below, people who are deaf and those who are hard of hearing can be individuals with disabilities within the meaning of the ADA.

A hearing impairment can be caused by many physical conditions (for example, childhood illnesses, pregnancy-related illnesses, injury, heredity, age, excessive or prolonged exposure to noise), and result in varying degrees of hearing loss.[11] Generally, hearing impairments are categorized as mild, moderate, severe, or profound.[12] An individual with a moderate hearing impairment may be able to hear sound, but have difficulty distinguishing specific speech patterns in a conversation.

After a work-related needlestick or other exposure incident, the employer must make available a post-exposure evaluation and follow-up at no cost to the worker.

This includes documenting the route(s) of exposure and the circumstances under which the exposure occurred; identifying and testing the source individual, if known, unless the employer can establish that identification is not feasible or is prohibited by state or local law.

The Americans with Disabilities Act (ADA), which was amended by the Americans with Disabilities Act Amendments Act of 2008 ("Amendments Act" or "ADAAA"), is a federal law that prohibits discrimination against qualified individuals with disabilities.

Individuals with disabilities include those who have impairments that substantially limit a major life activity, have a record (or history) of a substantially limiting impairment, or are regarded as having a disability.[1] Title I of the ADA covers employment by private employers with 15 or more employees as well as state and local government employers.

Additional information may be obtained by calling 513-0988 or emailing [email protected]